Question.1635 - Case Study 1 Rambo Goes ViolentThe facts of the case are straightforward. A shop floor dispute at anautomobile parts manufacturing plant in Hamilton, Iowa, ended with oneworker killing another. At about 2:00 p.m., police responded to a report ofa fight that erupted between two employees. When members of theHamilton Police Department’s Violent Crime Unit arrived, they foundMark Lomas seriously injured. Lomas, 30, died 3 hours later at GoodSamaritan Memorial Hospital. The other employee, Thomas Waycross,was charged with second-degree murder.During the investigation of the incident, employees noted that Lomas andWaycross often “bickered” when working together. One employeeremarked that Waycross liked to “act tough.” Another employee claimedthat Waycross had a “Rambo-type” personality. It was widely known thatmanagement had told both employees to “learn to get along” or quit.When asked about the incident, police spokesperson Kathy Calderremarked, “Employers must be vigilant when monitoring for signs ofpotential workplace violence.” Nancy Lomas, Mark’s wife, has filed anegligence lawsuit against the company.Questions1. What are some violence indicators an employee might display?2. What are some actions management can take to help preventworkplace violence?3. How can employees protect themselves against workplaceviolence?Source: Adapted from a case known to one of the authors. All names arefictitious.
Answer Below:
Violence xxxxxxxxxx can xxxx but xxxx common xxxxx might xxxxxxx aggressive xxxxxxxx frequent xxxxxxxxx or xxxxxxxxx threats xxxxxxxxxxxx language xxxxxxxx confrontations x sudden xxxxxx in xxxxxxxx signs xx extreme xxxxxx or xxxxxxxxxxx and x tendency xx isolate xxxxxxx nbsp xx addition xx the xxxxx signs xx aggression xxx conflict xxxxxxxxx might xxxxxxx more xxxxxx indicators xx potential xxxxxxxx These xxxxx include xxxxxxx in xxxxx demeanor xxxx as xxxxxxxx withdrawn xx unusually xxxxx nbsp xxxxxxxxxx can xxxx various xxxxxxxxxx measures xxxx as xxxxxxxx a xxxxxxxxxx and xxxxxxxxx work xxxxxxx Providing xxxxxxxx resolution xxxxxxxx for xxxxxxxxx Implementing xxxxx and xxxx policies xxxxxxxxx workplace xxxxxxxx Encouraging xxxx communication xxxxxxx employees xxx management xxxxxxx regular xxxx assessments xx identify xxxxxxxxx sources xx conflict xxxxxxxx employee xxxxxxxxxx programs xxx stress xxx mental xxxxxx support xxxxxxxx supervisors xx recognize xxx address xxxxx signs xx conflict xx stress xxxxxx a xxxxx protocol xxx reporting xxx addressing xxxxxxxxx of xxxxxxxx nbsp xxxxxxxxx can xxxx several xxxxx to xxxxxxx themselves xxxxxx any xxxxx of xxxxxxxxx violence xx concerning xxxxxxxx to xxxxx supervisors xx HR xxxxx engaging xx arguments xx confrontations xxxx coworkers xx they xxxx unsafe xxxx should xxxx help xx remove xxxxxxxxxx from xxx situation xx aware xx their xxxxxxxxxxxx and xxxxx their xxxxxxxxx Familiarize xxxxxxxxxx with xxx company's xxxxxxxx and xxxxxxxxxx related xx workplace xxxxxxxx Attend xxx training xx workshops xx conflict xxxxxxxxxx and xxxxxxxxx safety xxxx nbsp xxxx nbsp xxxx nbsp xxxx nbsp xxxx nbsp xxxxxxxxxx nbsp xxx incentives-it xxxxx s xxx how xxxx you xxx but xxx Harvard xxxxxxxx Review xxxxxxxxx at xxxxx hbr xxx ceo-incentives-its-not-how-much-you-pay-but-how xxxx Accessed xxxxxx The xxxxxx of xxx dodd-frank xxx on xxxxxxxxx compensation xxx corporate xxxxxxxxxx Marcum xxx Available xx https xxx marcumllp xxx insights xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx nbsp xxxxxxxx August xxxxMore Articles From Human Resource
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